The general situation and overall economic forecast for the Walt Disney Animation Studio in the early-to-mid 1980s was bleak. A string of box-office and critical failures combined with stiffer competition had culminated when the story begins. After bringing in Michael Eisner the next step was finding the right person to lead the animation studio out of the pits and into a new era of prosperity. That person was Jeffrey Katzenberg. Early in the movie Katzenberg makes this statement: “You’ve got 90 days to change culture before it starts changing you.” So Katzenberg, Eisner, and a few other key figures took the reins and charged out into the vast and unpredictable future with the not-so-small goal of re-directing the course of one of the most storied companies in American business and popular culture history.

Because it’s January and many of you are beginning new groups or starting campaigns or even looking at beginning a small-group ministry in your church, I thought it would be a good time to reiterate the broad strokes of culture and organizational change that Waking Sleeping Beauty brings to light.

Sense of Urgency – A friend of mine used to say, “It always takes longer than it does.” I have no idea what that means, but somehow it makes sense in that we must be intentional and persistent. That is, nothing manages to “just get get done.” At least in the early stages, a leader must stay on top of the details and be sure that the process remains in motion. There’s a line in the movie Elizabethtown that I love: “All forward motion is progress.” Something to keep in mind when things aren’t moving as fast as you’d like.

Cast the Vision – Included in this aspect of culture change is building consensus. In order to cast the vision you, of course, need a vision. This is accomplished through prayer and careful, diligent planning. Invite a couple of people along for the journey. Remember that change begins and infects from from the center, but also from the edges. So work from the center, casting the vision from within the inner circle. But also be strategic in working from the periphery back to the middle. There’s a multiplying effect in using this strategy.

Permeate – To change a culture the vision must run throughout the community and permeate the DNA of the organization. “Of course,” you say, “but that’s easier said than done.” I won’t dispute that. A mentor of mine put it best on the subject: “You know the message is beginning to stick when it becomes a punch line at the water cooler, in the hallways, and during meetings.” I realize that the last thing anyone wants is to be a punch line, but the point is to have the new message so top-of-mind that it becomes like “It’s a Small World”—a message with a peculiar yet endearing staying power. Take every opportunity to drill a slogan, message, key word, or visual image deeper into the cultural ethos.

Push – According to Waking Sleeping Beauty, the studio had grown soft. They were a bunch of kids with a lot of talent but lacking a force—or motivation—sufficient enough to forge them into a cohesive team with a sense of purpose. The leadership team that came in included Eisner, Katzenberg, and John Lasseter. They combined with the already-present Roy E. Disney (imagine that) and Frank Wells. Where this team was putting out only a handful of films, most of them bad, every few years, the new leadership instituted a production pipeline of one animated feature per year—a demanding schedule. Changing culture means … wait for it … change. It means pushing people. What athlete doesn’t appreciate the coach that makes him the best he can be? What teachers do you tend to admire most? The truth is we like to see what we’re made of. Change leaders can’t shy away from expectation.

Inertia – It has always fun to watch how an event can take on a life on its own when I’ve been responsible for the planning, executing, and managing events. There’s so much going on in the days and weeks and even hours right before an event begins, but once it does it is almost like it becomes greater than the sum of its parts. The same thing is going to happen when you implement new groups or a new small-group ministry. At this point you’ll want to pay very close attention to the nuances of what is happening.

I don’t know if Katzenberg is accurate with his 90-day mandate, but at some point a leader endeavoring to change culture will be, as my grandmother would often say, “swallowed whole.” For sure this is an incomplete list. There are entire books on the subject. I would recommend the Waking Sleeping Beautydocumentary for any leader, though. Not only is it entertaining, but there are some great lessons for changing culture. Being a change agent or change-leader certainly not for the feint of heart—but it always makes for a good story.

In order for a small group to be authentic, it helps to remain aware of these 7 perspectives:

The Mysteries of God Found in the Bible
Even God has secrets (Deuteronomy 29:29). As we’ve grown up surrounded by empiricism, vast amounts of information, and the cognitive focus of the modern age, we have been led down a theological path that requires us to come to final conclusions about everything … assuming we’re smart enough. There is a place for proposition. There is also a place for awe and wonder. Allow the mysteries of life and faith to captivate.

That Life Is Messy
Life is a series of surprises—some good, some bad, and some downright debilitating. Ecclesiastes 3:4 just blows out of the water any proposition that summarizes life as formulaic and mundane. Small groups should acknowledge this without giving into it.

Personal Imperfections
Yes, you have imperfections. If you don’t think you do just ask your spouse. (I prefer to own up to it without asking my spouse.)

That God Is Always Present Even When He Feels Distant
God doesn’t always seem close to us. There are times His silence during our struggles is intended to help us face our deep desire for connection and intimacy with Him or to persevere with hope through those dry times so that He can bring unexpected joys to us and others through them. God’s presence can be manifested in authentic community.

Honor Others as Individuals Without Having to Agree with All They Do and Say
God created us as individuals, and no two of us are exactly alike physically, philosophically, or spiritually.

Confessing our Failures at the Right Time with the Right People
Fear of exposure makes the mere thought of confession seem intimidating. Many people are afraid to become vulnerable. In a small group, the confession of sin will be most possible if members naturally, by their own accord, confess to those specific people in the group they have come to trust.
Satan Is at Work in Our World
To most people, Satan is a fictional character instead of “the ruler of this world” (John 12:31) until Jesus returns to establish His eternal kingdom. Satan is an enemy who is on the attack, “looking for anyone he can devour” (1 Peter 5:8). He destroys friendships, family members, and belief systems. He kills hearts.

3. Some level or variety of experiences. This can range from creating events as part of the meeting, utilizing the five senses, to engaging a video or movie clip with applicable follow-up questions and conversation.

4. If media is used, the group should focus on a screen for no more than 15 minutes. The longer a group turns away to watch a TV or monitor, the more good group dynamic is lost.

2. Community groups for believers and non-believers, persons who want to build in-depth relationships with others.

3. Service groups for believers and non-believers who are serving alongside one another in ministry.

4. Seeker groups, usually led by believers for non-believers. These groups spend must time dealing with the issues non-believers are considering before converting to disciples of Christ.

5. Support groups for both believers and non-believers. These groups support attendees through personal difficulties.

6. Healing groups for believers and non-believers who come alongside one another to recognize and be released from the lies that Satan has imprinted on their hearts.

Potential small group members will always respond more positively to a clearly articulated vision. Using “group types” as a means of being clear and precise is a great way to gain the initial buy-in and enthusiasm that leads to effective participation.